HR Manager- Key responsibilities and Qualities Leading HR Professionals Should Have

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Human Resource Manager is a mid-level position responsible for overseeing human resources activities and policies according to executive level direction. They supervise human resources staff as well as control compensation and benefits, employee relations, staffing, training, safety, labor relations, and employment records.

HR  Director is a top-level manager responsible for the administration of all human resource activities and policies. The director oversees compensation, benefits, staffing, affirmative action, employee relations, health and safety, and training and development functions. They also supervise professional human resources staff.

Human Resource Employment Manager directs the organization's recruitment, screening, interviewing, selection, and placement activities. They manage employment functions and staff members. In addition, they extend job offers and establish starting salaries, arrange advertising or employment agency services, and produce affirmative action or college recruiting programs.

The position of human resources manager ranks as the fourth best job in America, according to a recent list compiled by Money Magazine and Salary.com. The job rankings are based on salary and job prospects, as well as stress level, flexibility in work environment, creativity, and ease of entry and advancement in the field.

The criteria for hiring senior human resources executives include strong business acumen, proficiency in a variety of HR software applications and a track record of success, according to a recent CareerJournal.com article. The ability to measure and demonstrate returns on HR investments is key as well as experience with new services and technologies.

Human Resource  Labor Relations Manager directs the organization's labor relations agreement in accordance with executive level instruction and endorsement. They supervise labor relations support staff and serve as the management representative in labor negotiation, bargaining, or interpretive meetings.

HR Training and Development Manager is responsible for the organization's staff training requirements, programs, and career development needs. They supervise training staff, plan and administer training seminars, and manage conflict resolution, team building, and employee skill evaluations.

HR Generalist directs implementation of human resources policies, programs, and procedures. They advise management and employees on issues or problems relating to human resources. The HR Generalist is usually a senior position and works in all areas of human resources.






The historical rule of thumb for HR staffing requirements is one full-time professional HR person should be hired for every 100 employees. The actual ratio for a business can vary depending upon factors such as the degree of HR centralization, the geographic distribution of the employees served, the sophistication level of the employees, and the relative complexity of the organization.



Key responsibilities of HR Manager

Human Resource  Manager is one of the most important key to open a lock hanging on the door of success in an organisation. If an Human Resource  Manager is efficient enough to handle and to take out best from his team members any oragnisation, it can achieve more from his target goals. Human Resource manager plays an very important role in hierarchy and also in between the higher management and low level employees. Stated below are major responsibilities of Human Resource Manager:-


HR Manager Responsibilities:

To maintain and develop Human Resource policies, ensuring compliance and to contribute the development of corporate Human Resource policies.
  • To develop the Human Resource team, to ensure the provision of a professional Human Resource service to the organization. Manage a team of staff. Responsible for mentoring, guiding and developing them as a second line to the current position.
  • To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives.
  • Provide active support in the selection of Recruitment agencies which meet the corporate standard. Ensure Corporate Branding in recruitment webs and advertisements.
  • Develop, refine and fine-tune effective methods or tools for selection / or provide
  • external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted.
  • Prepare information and input for the salary budgets. Ensure compliance to the approved salary budget; give focus on pay for performance and salary benchmarks where available. Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments and promotions of all staff.
  • To develop the HR business plan.
  • Ensure appropriate communication at all staff levels.
  • To maintain and develop leading edge HR systems and processes to address the effective management of people in relation to the following in order to maintain competitive advantage for:
  • To facilitate / support the development of the Team members
  • To facilitate development of staff with special focus on Line Management.
  • To recommend and ensure implementation of Strategic directions for people development within the organization.
  • Ensure a motivational climate in the organization, including adequate opportunities for career growth and development.
  • Administer all employee benefit programs with conjunction with the Finance and Administration department.
  • Provide counsel and assistance to employees at all levels in accordance with the company's policies and procedures as well as relevant legislation.
  • Co-ordinate the design, implementation and administration of human resource policies and activities to ensure the availability and effective utilization of human resources for meeting the company's objectives.
  • Counseling and Guidance cell - provide support to Managers in case of disciplinary issues.
  • above points are amongst the most important responsibilities which has to be taken care by an Human Resource manager. He cannot take any above stated responsibility for granted.
The Human Resources manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high performance culture [work environment that you supply for employees] that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals.

The Human Resources manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues.

The Human Resource Clerk
provides clerical support to the human resources department. They Maintain files and records, process employment applications, gather and distribute employee information. Additionally, they update personnel records and assist employees with forms and procedures.

Facts [+]

HR directors in the U.S. earn the highest salaries in the world, according to a recent study by Mercer Human Resource Consulting. Mercer studied HR executive compensation levels in fourteen countries. HR executives in the U.S. had the highest base pay followed by Germany and the U.K. India registered the lowest base pay.

Primary Objectives of the Human Resources Manager:
  • Health and safety of the workforce.
  • Development of a superior workforce.
  • Development of the Human Resources department.
  • Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
  • Personal ongoing development.

10 Qualities Leading HR Professionals Have

Human resources is a vital department in every company, meaning that the employees within that department need to possess a varied yet integral skill set. If you’re considering a career in HR or you’ve recently been awarded your HRCI (Human Resources Certification Institute) certification, this article will outline the skills that you need to bring for your next job role; in order to excel and mold yourself into an irreplaceable employee.
 
1 - Problem Solving
Problem solving is a vital aspect of the ideal HR employee’s skill-set. In any given day within the company, problems will crop up. Whether it’s legal, managerial, or employee related, a HR professional needs to have the ability to drop what they’re doing and solve the problem to the best interests of the company and its employees.

If an employee needs to leave work to attend an emergency, but the company itself needs that specific employee to stay and take care of some vital work - HR is going to be the department that everyone looks to to formulate a compromise. Which leads us onto our next point…

2 - Ability to make hard choices
It’s unlikely that you’re going to be able to keep everybody happy all of the time, and it’s unlikely you’re never going to be put into a position wherein it’s your job to make a hard choice. Do you let go the young-blood employee who’s just starting to get settled in in order to save your more long-lasting, loyal employees following budget cuts? Or the older employee who’s simply not pulling the same amount of weight as others but who you know has three children to feed and monthly car payments to make?

“Making hard choices is something that HR professionals most have in common with those in managerial positions. So don’t see this as a hindrance; see this as a valuable skill that only few people in a company possess” says Janet Owens, an HR manager at Writemyx and Brit Student.

3 - Time Management
You’re going to have a lot of different micro-tasks that may be closely or not-at-all related to each other throughout the day. Sometimes, these tasks are going to fall on your desk out of nowhere with a deadline of yesterday. To be a successful HR professional, it’s important to be able to prioritize your time effectively and organize yourself so that you have time to spare.

Don’t just organize your tasks in accordance with how much time you have, organize with the expectation that more tasks will come your way.

4 - Organizational Skills
This quality slightly overlaps with the ‘Time management’ skill, but there IS a difference! Whether it’s different folders (physical or digital) for different aspects of the business, keeping a clear desk, color-coded binders to differentiate when needing to quickly find a piece of information; organizational skills are going to save you a lot of time.

5 - Communication Skills
Perhaps the most important quality of them all for an HR professional; communication. Managers, employees, clients, contractors, it’s likely you’ll speak to a lot of different people with varying relevance/ sway in the company, and ensuring you’re able to communicate well with them is integral to keeping them happy and being recognized as someone they can trust professionally.

Practicing empathy, listening when the other is speaking, talking clear and concisely in order to explain a task/ disciplinary/ condition of a holiday entitlement, whatever it is - communication skills cannot be underestimated as a vital quality for this type of job.

6 - Desire to learn
HR professionals should constantly be nurturing and building their skill-set in order to stay ahead of the curve and maintain their overall value within the field. Mergers/ acquisitions, new senior leadership, new compliance laws, all of these situations require somebody who is so ahead of their game that they can adapt on-the-fly in order to keep the company they work for relevant.

Think of how GDPR affected industries a couple of years ago. There were companies who failed to adhere to it and were fined millions, and few of them recovered. “If the HR professionals there were adaptive and constantly learning, the consequences of non-compliance could have been avoided”, says Juanita Normandin, a recruiter at Next Coursework and Australia 2 write.

7 - Strategic
HR professionals need to be strategic thinkers who can get behind the vision and goals of the company they work for in order to think about the best way to react to certain situations. You need to be able to think not just from a short-term view, but the long-term.

8 - Passionate
To be a great HR professional, it is ideal to be passionate. What you do, where you work, the industry your company is in, passion is the number one defining factor in how genuine your work ethic comes across.

Turning up to work on time, staying over if you have to, treating the job like it’s more than a job - this will set a good example to your co-workers of both HR and other departments and show that you really care about the company you work for.

9 - Loving data
These days, HR professionals have more access to data than ever before so there’s no excuse! Enjoying using data and interpreting it in order to identify trends and measure the impact of recent strategic business decisions will ensure you are a valuable, integral member of your team.

10 - Technology minded
Technology is an ever-changing thing that can make huge changes to your business’ success potential in just minutes. The leading HR professionals vet, leverage and stay up-to-date with technological advancements in order to ensure the companies they work for aren’t at risk of being left behind by their competition.

Conclusion

These are just a handful of the qualities successful HR professionals should have and while you’re not expected to have them all right from the off, it is definitely wise to look at developing yourself and molding into somebody with at least most of these skills in order to become a more valuable HR professional.

Michael Dehoyos is a Technology Advisor and a contributor for Thesis writing service and Write my assignment. He assists companies to adopt new solutions and he is an editor at Origin Writings.

Why Should Human Resources Manager should Labour Laws?

Knowing the Employment Agreement

Although a lawyer drafts the contract, the HR needs to have the necessary knowledge of the service conditions and a clear understanding of what is being offered. The employment agreement is the holy grail for both the employer and employee.

Any rights, obligations, disputes arising out of the employment agreement have to be kept in mind by the HR. They are the ones managing the employees. Therefore, they need to know the terms and conditions assured to the employees and their obligations under the Payments of Bonus Act, Equal Remuneration Act, Payment of Gratuity Act, Employees Provident Fund and Miscellaneous Provisions Act, Employees’ State Insurance Act, Maternity Benefit Act, etc.

The employee will first go to the HR for any day-to-day issues. For instance, the insurance has be to facilitated through HR. Any insurance claim has to be informed to HR before issuance. The HR gets in touch with the insurance agency representative to facilitate the claim payments.

Ensuring a Healthy Working Environment

The HR has to ensure that employees have the necessary amenities, safety, and hygiene at the workplace. The work environment should be conducive to the output. The HR has to ensure that the workplace is adhering to the standards assured under the labour laws.

HR personnel work closely with the employees. They need to be able to ensure a healthy work environment for the employees. The Factories Act 1948, The Shops and Commercial Establishments Act(s) of the respective States generally contain provisions relating to registration of an establishment, working hours, overtime, leave, privilege leave, notice pay, working conditions for women employees, etc.

The HR has to ensure that the work environment is safe for all employees. If female employees are working overtime, there should be suitable transportation provided to them after hours. The HR also looks into providing things like clean premises, hygienic restrooms, etc.

Prevention of Sexual Harassment At Workplace

For a healthy work environment, based on the realistic situations, legislation like Sexual Harassment (Prevention, Prohibition and Redressal) Act, 2013 are in place. The HR personnel have to be involved in the drafting of the policies and its implementation.

In many companies, mandatory workshops are conducted by HR to create awareness about sexual harassment prevention at workplaces. These workshops help both men and women to recognise the unwelcome advances at work and can avoid them. The employees also learn the process to address such issues.

Due to the nature of such offence, it becomes imperative for the HR to be informed and handle it with sensitivity. There are labour law courses which help HR personnel learn about the nuances of the workplace sexual harassment. Many companies hire HR personnel based on their knowledge of such compliances.

Grievances Redressal

The first person we go to for a minor disturbance to a significant turmoil at work is our HR personnel. They are the ones who keep an eye on the retention failures, nepotism, corruption, etc. HR personnel need to know the laws like Factories Dispute Act, Sexual Harassment (Prevention, Prohibition and Redressal) Act, etc. to address the employees’ grievances.

Any grievance of the employee is dealt by the HR personnel first. It can be as small as a request for an ergonomic chair at work, to as severe as a sexual harassment complaint. The HR personnel are the first to hear these grievances. They accordingly guide the employee based on the law and the company’s policies. Then they facilitate the grievance through the different departments and channels, to ensure that the adequate relief is given to the aggrieved employees.

The HR personnel are in a crucial position to address the issue suitably and help avoid any expensive future lawsuits for the company. They are the first responders in a company, and this makes them a crucial aspect of the grievance redressal process. A concerned HR can help calm an employee simply by hearing them out and guiding them accordingly. They are the link between the company and the employee during the whole process.


Handling the Salary Components

Now comes the most critical aspect of a job for any employee – salary. While the finance department deals with the actual disbursement of your salary, an HR has to manage the components related to it to make the salary payment easier. They streamline the whole process and oversee the appraisals too. They need to understand the Payments of Bonus Act, Equal Remuneration Act, Payment of Gratuity Act, Employees Provident Fund to allocate the necessary brackets on the taxable income.

I learned the taxation of my salaried income by sitting with my HR, rather than the other way around. I knew the theory and the limits, but a very patient HR explained the entire process to a rookie like me. I did not know how to claim my taxes at the end of the year. All my informed investments are thanks to him!

They go over and beyond in their jobs to ensure that the employees have attended the compulsory seminars, filled out the appraisal application, income tax returns, etc. on a regular basis. I remember one of the HRs used to send a reminder email to all employees and then go to each department physically to remind them. She need not do that, but that’s how dedicated they are to the job.

They have to assess and review the attendance, leaves taken, insurance, taxable components and requisite documentation, etc. before the salary every month. They work harder before the salary week to ensure all the salaries are released on time.

The HR personnel do all these and more. You can know more laws that an HR needs to know in this article. Imagine if you had to do your job and arrange activities on top of it to keep the employees entertained and engaged all the time! That is not easy an easy profile.

So here’s my sincerest apologies to all the misunderstood HR personnel who bring it all into the job, every day. I hope this article helps remove a lot of misconceptions about HR personnel.


Facts [+]
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India ink: Tattoos in office
Shikha Mishra, 31, a human resource executive with a mobile phone company, has a phoenix inked on her right shoulder. It was after eight years of working that Mishra decided to get inked. While at work, the HR executive, who probably hands out dress codes to people on not to wear visible body art, decided to get her shoulder tattooed as it stays covered while at work. "It's a visibility issue. No one cares what you have on your body as long as it stays hidden," she says. Plus you look "professional".

Like most of the corporate dress codes - ties, formal pants, jackets - no tattoos at workplace is an unspoken rule. In other words, tattoos are not an issue in a corporate environment, provided they remain unseen. By and large, the consensus is tattoos and workplace don't mix. Maybe because they started as the bastion of the marginalised: gypsies, freak shows, criminals and the non-conformists. It's being the official expression of rebels and hippies that corporate world doesn't look kindly towards it.

The Unwritten Code
A study by job website CareerBuilders found that tattoos are looked as a sign of immaturity, bad judgement and bad taste by managers. Over 42% of managers polled said their opinion of someone would be lowered by that person's visible body art. Three out of four respondents believe that visible tattoos are unprofessional.

Globally, companies prefer written down codes dictating what is acceptable. Starbucks requires employees to cover all tattoos and remove certain piercings. Walt Disney World doesn't allow its employees to use bandages to cover their tattoos, but they can use opaque makeup. Wal-Mart specifies tattoos 'that are offensive or distractive are to be covered by clothing or other means.'


HR lags behind in addressing employee concerns: TimesJobs

There is nothing worse than having unhappy employees for any organisation. While there are many factors that can trigger employee dissatisfaction - a disconnect with HR is a critical one that must be addressed urgently.

Addressing people-related concerns as a key area where HR lags behind, considerably reveals a new study. The study by TimesJobs state that immediate attention is required in that area along with the improved time management in acting on employee concerns. The study states that while organisational structures and employee attitudes have undergone a paradigm shift, the HR function has been slow to adapt to this change.

"Most HR functions are still structured for an industrial economy rather than a people economy. For most businesses the biggest value lies in the people of the organisation rather than machines or patents. To deal with this new generation of employees, HR leaders need to make concerted efforts to improve their employee engagements, HRM practices, policies and procedures in order to bridge the perceptual gap revealed in this study." says Nilanjan Roy, head of strategy, Times Business Solutions.

Inaccessible HR
The majority of employees say they do not have good access to HR for advice and assistance. 60% employees say they face problems in finding and obtaining access to right person in HR department to get their problems addressed. In addition, 15% a further say that their problems are never resolved. In most cases, when there is a resolution, 45% employees state that it takes their HR over a month, 30% state it takes at least a week and only 10% state that it takes 2-3 days.

HR plagued by poor response time

The majority of employees (55%) blame the poor turn-around-time of HR on insufficient skills in the department. Employees say getting HR information is more difficult because of lack of sufficient skills of the HR staff. Another 45% blame it on the lack of enough HR staff and resources in the department. About 65% employees feel that their HR function can do better as they don't make sincere attempts to resolve their issues.

Poor People Orientation
While 65% employees rated their HR as 'Good' to 'Excellent' in handling process related issues - another problem is revealed in the poor handling of people-related matters by HR. Nearly 60% employees say their HR department fares poorly in acting on and managing people-related issues reported to them. However, while timeliness and approachability are the biggest concerns and aspects where employees think the HR department needs immediate attention. Nearly 30% employees rate the interactions with their HR department as good, 52% rate it as satisfactory and only 18% rate it as poor. HR is also highly rated in the area of recruitment and placement with 90% giving a good or excellent rating in sourcing, screening, recruiting candidates, induction of staff and payroll management.

The quality of HR services in their organisation is rated as poor by 55% employees, since 60% employees are not promptly informed about important changes in HR rules or policies, 70% are not satisfied with the rewards and recognition policy of their HR. Only 30% employees says they get the training necessary to do their job effectively and 40% would like to recommend their company to others basis the current HR policies while 60% will not recommend it.
Read more at:
http://economictimes.indiatimes.com/articleshow/55959527.cms?utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst


Qualities, personal skills and habits of a great recruiter

If there is a single thing that differentiates a good recruiter from a great recruiter then it is how great recruiters pay attention to each detail.

A great recruiter is a complete control freak, who has a Type A personality instead of Type B. The Type A recruiters are those who actually sweat for the company and its employees. They do more than finding suitable candidates’ profiles, collecting resumes or sending e-mails.

All excellent recruiters should understand that recruiting and hiring process is of high importance for each company and job applicant and they should act humane and kindly while conducting a job interview.

In today’s tech age, a great recruiter does not hide behind a technology but uses it to do their job in the better and more efficient way.

Great recruiters believe in never-ending learning and continue to learn every day in order to become better at their job.

If you wish to become a badass recruiter – continue reading below to find out the skills, qualities, and habits of such recruiter, as well as what you can do to become one.


SKILLS OF A GREAT RECRUITER


Regardless of whether they are hiring for talent or for experience, great recruiters are ones who understand that the best way to drive successful outcomes is completely based on their ability to exert as well as maintain control over all stages of the hiring process.

The recruiters who control the hiring process are not shocked when a candidate does not show up for the interview or when they decide to drop out of the process, nor are they personally affected if a candidate declines the job offer.

Some candidates are over-promising and under-delivering while some recruiters are boastful and exaggerative. Recruiters are usually the first who get to meet the new potential employee of the company; hence, their honesty and integrity are essential to maintaining the candidate’s interest in the employer.

If the recruiters are not straightforward at the first stage, the candidates will lose trust and confidence in the company.

The best recruiters understand that the only way that they can influence the candidates and get successful results is by understanding the issues and doubts of their candidates, which is why they try to maintain a healthy conversation throughout the hiring process.

Some even say that in order to become a talent acquisition practitioner and an exceptional recruiter, you have to know every important detail about the candidate.

One of the main cause of disconnect between the recruiters and candidates is the lack of honesty from both the sides.

Google has become one of the best sought-after workplaces in the world with more than 2 million job applications a year.

Laszlo Bock, who is the Senior Vice President at People Operations at Google, disclosed in this video the pitfalls and secrets of the “self-replicating talent machine” of the search giant.

He also speaks about how an organization could become a great place to work.


Director Anne Radonich, a marketing whiz from recruiter.com, points out in a YouTube video top five skills that she believes all recruiters must acquire to better themselves, become the best recruiter within their industry, and to show their employers how to search for the best candidates.



We are suggesting the following eight skills are also important.

  1. Problem-solving skills – There is no question whether you will encounter problems during recruitment process or not – you will! Everyone faces few problems during their work but it is the way of how you deal with them that is important. The amount of time you take in solving the problem is an important factor. You must be a good problem-solver to be a great recruiter.
  2. Communication skills – If you are going to talk to many candidates and recommend them to the hiring managers then it would be better if you know how to communicate properly. Whenever you feel like you are over communicating, then you feel like this possibly because you are communicating just enough.
  3. Marketing skills – If you want candidates to see you as their recruiter then they have to know that you are a recruiter. This means you will have to market yourself as a recruiter. If the candidates have heard of you before you contact them, then they are more likely to choose to work with you as their recruiter over other recruiters that they never heard about. So, a recruiter who is a good marketer always has an advantage over other recruiters who are not good marketers.
  4. People skills –You will be constantly contacting people on both ends of the placement process. You would be talking to the hiring manager about the candidate and to the candidate about the company. Both the hiring manager and candidate have the power to refuse what you are offering. Hence, the recruiter must have people skills to deal with it.
  5. Sales skills – If you are a recruiter then you are required to have the characteristics of a salesperson as well. Recruiting is, in fact, one of the most difficult sales jobs. A recruiter is a salesperson because he or she has to sell multiple ideas to several people. In addition to this, they have to continue selling despite various rejections.
  6. Negotiation skills – A badass recruiter always knows how to behave during negotiations and they do this with the help of their persuasion skills. These skills are very important in all of the stages of the placement process but it is the last stage – the offer stage – where they are the most important.
  7. Time management and planning skills – Without proper management of time, you cannot succeed in anything whether it is a job of a teacher, a doctor, a lawyer or a freelancer. The same applies to recruiters as well. Any good recruiter will waste his own money if he or she wastes time. The way a recruiter manages his/her time relies on the way their firm, as well as their business model, is structured.
  8. Workforce planning – One of the growing skills of recruiters these days is workforce planning. Many recruiters will have this skill because they have already helped the hiring authorities in planning for the current as well as future hiring requirements. This LinkedIn e-book shares more of the recruiting skills whose demand is growing.
QUALITIES OF A GREAT RECRUITER

Besides the above-mentioned skills, great recruiters must possess some qualities as well, such as:
  • Patience – In the process of becoming a great recruiter, you must have patience. Someone once rightly said that patience is a virtue. In order to be a badass recruiter, firstly learn how to control your emotions and how to be patient with both your candidate as well as the hiring authority. A few things that happen in the placement process may anger you, like the delay in the interview process or late recruiter fees, but the that is the best time to show the world how patient you are with your clients and your candidates.
  • Confidence – There is no doubt that confidence attracts people and recruiters who have confidence and confident recruiters find it easier to attract people than recruiters who lack confidence. If you do not persuade people, they would not listen to you. In addition, without confidence, you would appear unsure of things, which will create a negative impression on the candidate. Hence, to persuade potential hiring managers into giving you a job order, you must build up your confidence and believe in yourself and in your work.
  • Professionalism –It is a fact that some recruiters are not professional. Possession or lack of professionalism is a part of your branding as a recruiter. People are more likely to do business with you if you brand yourself as a professional in the recruitment field.
  • Persistence –Persistence, and patience are the twin sisters who go hand-in-hand. They cannot be separated because without patience, there is a lack of persistence and vice versa. It is not important that you score a good client on the first try. The process may take time and you must be patient to get used to it. Not everyone wins the battle in the first fight, it takes time and you must be persistent and patient to win it. A great recruiter has this characteristic, which is why he/she is better than the other recruiters are.
  • Dependability – Dependability is related to professionalism as well because both the qualities are dealing with branding. Good things will happen to you and your company if you prove yourself as a dependable recruiter. Candidates will start treating you as their partner and career coach during their job search if you are dependable. Also, people would want to work with you even more and give you more job orders if you make them realize that you are dependable.
  • Comfortable with risks and chaos – There is no job in this world that comes without a risk and there is hardly something riskier than working on commission. It is risky because you have no base salary so you get no money if you do not make a placement. You have to be completely fine with these risks if you want to be a great recruiter.

HABITS OF A GREAT RECRUITER

You are now familiarized with the most important skills and qualities required for becoming a great recruiter, but it is beneficial for you to find out and also acquire the habits of a great recruiter:
  • Spend time on the phone – A great recruiter knows the importance of phone time. They know that the more they are on the phone; the more they will be paid. The great recruiters spend so much time-being on the phone and talking to people, that being on the phone becomes a habit they practice every day. A discipline is much needed especially for making recruitment business development calls, but you won’t regret it this becomes one of your good habits.
  • Plan – Ever heard the quote, “If you fail to plan, you plan to fail”? Well, it sits very well with the recruitment business. You must always plan for the day. Planning your schedule not only makes all your work easier, but it also allows you to complete all the work on time.
  • Prioritize – You must know the value of everything that affects or influences your business. As a recruiter, you must also know which candidates are close to their offer stage and which deals are about to close. Some recruiters have a tool to identify the deals that are close to being filled. If the recruiters know all these details, it becomes easier for them to allocate their resources and time on a day-to-day basis. Remember that you must know what the monetary value of each of your work activities is, but do not forget what is valued more than money as well.
  • Stay in touch with the trends –The only constant is the change. One must ask themselves if their recruiting methods are in a need of change and if they are any more efficient recruitment methods that can assist them even further. Same goes for changes in the trends to channels of communication – of course, there is no substitute for face-to-face encounters, but it is good to have in mind the latest telecommunication and VoIP technologies.
  • Expand your circle – It is a good habit to devote a certain amount of your time in trying to expand your circle of contacts. Make networking efforts to profile potential clients out there and try to win them over. The clientele will shift from one business to another whether they are not satisfied – maybe the client you are looking for is also looking for you, you just must be out there to meet them.
  • Be on social media – The badass recruiters are ones who are making contacts with potential new candidates and new employers all the time. According to Aberdeen Group, the best-in-class companies are almost 1/3rd more likely to engage with candidates on social media. In 2018, the use of social media tools, investment in social media strategies and recruitment marketing will reach the higher numbers ever. Here is the link to the complete research.
According to a paper by Jobvite, only 4% of recruiters do not use social media in the recruiting process. Other 4% are not sure whether they use or not while 92% are sure that they use social networking sites:
  • 87% use LinkedIn
  • 55% use Facebook
  • 47% use Twitter
  • 21% use YouTube
  • 14% use Google
  • 13% use Instagram
  • 3% use Snapchat.

If you are interested in becoming a top recruiter (and a top salesperson), the above are the skills, qualities, and habits that you must acquire.

But, how do you do that?

Well, doing the below things will help.